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National Probation Directorate Associate Race Equality Scheme

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Foreword by the Home Secretary
In introducing the Race Relations (Amendment) Act 2000, this Government put the promotion of race equality and good race relations at the centre of what public authorities do, across all their business, not merely as an optional extra. This is a fundamental part of delivering public services for all our communities. In line with the Act, the Home Office, like all other public authorities has revised its Race Equality Scheme to take account of the lessons of the past three years. I am therefore delighted to have the opportunity to endorse this document – a key part of the revised Home Office Scheme. The publication of ‘Improving Opportunity, Strengthening Society – the Government’s strategy to increase race equality and community cohesion’ in January this year set out a challenging programme of action to achieve our goal of an inclusive society which benefits everybody. The publication of this scheme forms a crucial part of that work. It is crucial because unless we improve the opportunities for people in all our communities we cannot create communities that are strong and cohesive. It is vital that we improve outcomes across our public services for those who are currently experiencing inequality on the basis of their ethnicity. That’s why these schemes have a clear focus on the key challenges we face in making race equality and good race relations a central component of all our business, and on the outcomes we are seeking to achieve. Like its predecessor, this is a living document. We will actively welcome comments on its contents and approach.

Charles Clarke

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We welcome your views
This scheme is a living document and the National Probation Directorate will welcome comments and suggestions from its partners, community groups, stakeholders and other interested parties. The scheme will be reviewed annually by the Head of Diversity and further information published on our website, www.probation.homeoffice.gov.uk To tell us what you think please write to: The Head of Diversity The National Probation Directorate Horseferry House Dean Ryle Street London SW1P 2AW

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Introduction
This has been a period of considerable change for the National Probation Directorate (NPD) and the 42 probation areas. The establishment of the National Management Service (NOMS) provides a new and challenging environment. The emphasis on end-to-end offender management and closer working between all the correctional services are important developments. During this period of rapid change it is the expectation of Ministers that the National Probation Service (NPS) will continue to achieve the significant improvements in performance made in 2004–2005. An integral aspect of the continuous improvement agenda is the mainstreaming and embedding of diversity in all our business practices. This Race Equality Scheme (RES) is one part of the organisation’s wider strategic approach to diversity issues and is an important building block for our corporate development and the delivery of an inclusive and culturally diverse probation service. In this current climate of major change and the high level of uncertainty that this creates it is of particular importance that everyone within NPD as well as the 42 probation areas feels valued and that differences and diversity are celebrated. All staff need to feel supported and that they belong and are able to prosper, and contribute to the organisation’s performance agenda. It is also important that victims of crime, offenders, partners and key stakeholders are treated with the respect they deserve. In this RES we have given an account of our performance on race equality over the last three years and provide details of what we will do in the next three years, whilst meeting our legal obligations and achieving our equality vision. There are some difficult challenges ahead of us in terms of working towards ensuring that race equality and the wider diversity agenda are truly embedded into the life blood of the organisation. For example a recent HM Inspectorate of Probation (HMIP) report indicated that service delivery for white offenders was better than for black offenders. The race equality and wider diversity agenda is huge, and there is a lot to do. We therefore need to urgently adapt our processes and systems and make the step change that is required to transform NPD and the Probation Service into an employer of choice and a beacon organisation for best practice in diversity issues. I am confident that with the full support of all Boards, staff and key stakeholders race equality and the wider diversity agenda can be fully embedded into all our business practices. Roger Hill Director of Probation National Probation Service for England and Wales

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Contents

1 2 Part 1 3 Part 2 4 5 6 Appendices

About the National Probation Directorate Race Relations (Amendment) Act 2000

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Race Equality Scheme 2002–2005

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Race Equality Scheme 2005–2008 Meeting the Specific Duties Race Equality Scheme Action Plan 2005–2008

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Appendix One List of NPD’s Functions and Policies which are relevant to the Duty Appendix Two National Probation Directorate Organisational Chart

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1 About the National Probation Directorate
The National Probation Directorate (NPD) is part of the Home Office and accountable to the Chief Executive of the National Offender Management Service (NOMS) through the Director of Probation. It works with the 42 probation areas which are grouped into regions following the same boundaries as the Government Offices, with a specific one for Wales. The 42 Boards are named under the Criminal Justice and Court Services Act as independent statutory bodies and are required to produce their own independent RES. The National Probation Service (NPS) is a law enforcement agency delivering community sentences and supervising and working with offenders according to the terms set by the Court and Parole Board. The aims of the National Probation Service are to:
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Protect the public Reduce re-offending Rehabilitate offenders Enforce proper punishment of offenders in the community Ensure offenders’ awareness of the effects of crime on the victims of crime and the public.

The NPD RES is an Associate Scheme and is part of the overarching Home Office RES. As the local Probation Boards are the vehicle for delivering the Home Office aims, the Boards are the responsible bodies within which many of NPD’s obligations to meet the general and specific duties are located and focused. As the local employers each of the 42 Boards have their own RES which feeds into NPD’s Association Scheme. An organisational chart at Appendix 2 provides details on the units that are currently part of NPD and fall within this scheme.

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Key Priorities for the National Probation Service 2005–06
The key priorities for the National Probation Service for 2005–06 are: Contributing to the building of an excellent National Offender Management Service with the separation of offender management from interventions: During 2005–06 areas will be expected to reorganise themselves to establish a clear operational division between offender management and interventions. The NPS, both the offender management and interventions sections, will continue to give priority to diversity issues in relation to the workforce and service delivery. Excellence will continue to be a goal. The aim will be to demonstrate that interventions have acquired a real and visible competitive edge enabling the service to compete successfully against voluntary and private sector providers. Working purposefully with other criminal justice agencies to protect the public from harm: The NPS will work with partners in the Multi-Agency Public Protection Arrangements (MAPPA) to manage the risk of harm posed by dangerous offenders in the community. It will continue to provide a range of community-based interventions for sex offenders, expand the availability of programmes for domestic violence perpetrators and implement new sentences to protect the public. It will implement the Approved Premises and Offender Housing Strategy for higher risk offenders. It will develop and implement a strategy for mentally disordered offenders. It will also help probation areas to make a strong contribution to the new arrangements to protect children. Working with other criminal justice agencies and local Crime and Disorder Partnerships to promote the effective implementation of the Prolific and other Priority Offender (PPO) Strategy: The NPS will prioritise PPO for reports to courts and all interventions, unless other offenders present a greater risk of harm. It will develop intensive community interventions for this group of offenders involving information/intelligence sharing with the Police. The new Drug Rehabilitation Requirement to be introduced in April 2005 as part of the Community Order will be prioritised for PPOs. Working with other criminal justice agencies, judges and magistrates to implement the 2003 Criminal Justice Act with a particular focus on the new Community Order. This will be accompanied by a new emphasis on work in and around the court. This will be characterised by a new national approach to fast delivery reports and the introduction of an adjourned report that will be linked electronically to OASys. It will take account of developments in electronic monitoring and the operation of new EM contracts from April 2005.

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The full implementation at a national, regional and area level of “Reducing Re-offending – A National Action Plan”. The focus will be on providing an effective range of interventions to help offenders released into the community from prison and those on community orders. The seven pathways in the plan identify work on:
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Accommodation/employment Training and education/mental health Physical health/drugs Alcohol/finance Benefit and debt/children Families of offenders/attitudes Thinking and behaviour.

Within this context, this RES is part of the organisation’s commitment to continuously improve our race equality practice and outcomes in relation to interventions, reducing re-offending and employment. Delivering on race equality is fundamental in helping the Probation Service achieve the above shared targets.

National Probation Directorate Equality Vision
The NPD equality vision is outlined in the National Probation Service Charter and is detailed in the NPS diversity strategy, ‘The Heart of the Dance’, as follows: “The National Probation Service pledges itself to equal service for all our members, the offenders, victims of crime and our communities”
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We recognise and value the uniqueness of each individual, the offenders and victims who receive our services. We embrace ‘differences’ and we are unequivocally committed to tapping into and contributing to the richness and innovation inherent in that difference. We will support and equip our employees so that they can achieve their full potential in providing and developing our services. Our services will be appropriate and effective for all offenders and victims. We will reflect through the membership of our Boards and workforce the diverse communities of England and Wales.

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In these ways we will have the advantages of a positive multi-cultural business environment and have the best people to deliver justice and reduce risk to the public.

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2 The Race Relations (Amendment) Act 2000
The Race Relations (Amendment) Act 2000 was the Government’s response to the Stephen Lawrence Inquiry. The main feature of the Act is that it imposes a “general duty” on public bodies, to promote race equality. Public bodies are required to publish a RES. The NPD published its first scheme, ‘Promoting Race Equality,’ in May 2002 to cover the period 2002–05. Detailed information on the Race Relations (Amendment) Act 2000 is available on the Commission for Racial Equality’s website http://www.cre.gov.uk/

Key features of the Race Relations (Amendment) Act 2000
The main features of the Act include:
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A general duty on public bodies to promote race equality by:
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Eliminating unlawful racial discrimination Promoting equal opportunities Promoting good relations between people from different racial backgrounds

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Public bodies have to publish a RES which sets out how the public body meets the duty A public body should assess its functions and policies for relevance to the duty to promote race equality.

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In addition, it places specific duties on public bodies including:
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Assessing and consulting on the impact of policies on the promotion of race equality Monitoring its policies for any negative or adverse impact on promoting race equality Publishing the results of such assessment and consultations Ensuring public access to this information and services provided Training staff in connection with the general and specific duties

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There is also a specific duty in relation to employment issues. This requires public bodies to monitor:
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Staff in post Applicants for employment, training and promotion Staff receiving training Staff who benefit or suffer detriment as a result of performance assessments Involvement of staff in grievance procedures Staff subject to disciplinary procedures Staff ceasing employment

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PART 1

3 Race Equality Scheme 2002–2005
Our first RES and our annual progress reports on the scheme provide a range of information which will give essential context and background when reading this scheme. Our first scheme is available on our website www.probation.homeoffice.gov.uk and our annual reports on progress against the scheme can be obtained from: Head of Diversity National Probation Directorate Third Floor Horseferry House Dean Ryle Street London SW1P 2AW Tel: 0207 217 8095

Key Achievements to Date
The NPD embraced the race relations agenda with a great deal of passion and conviction and put in place a robust framework. ‘A New Choreography’ and ‘Heart of the Dance’ described NPS diversity strategy which outlined the organisation’s vision and commitment to diversity. It also established a high level Diversity Strategy Board to monitor and drive the organisation’s diversity programme. The NPD’s initial investment in race equality has provided encouraging results and a number of tangible outcomes. However, it is recognised that there is still scope for further improvement; some of our achievements to date (but by no means all) are as follows:
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Offender Management – The NPD has supported the NPS in developing ‘pathfinder programmes’ for BME offenders. These are currently subject to evaluation – Work has been undertaken to ensure that written material is available to BME offenders in a range of appropriate languages

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– Areas have been encouraged to make contact with a range of local community organisations who can assist in providing services to BME offenders – The central OASys research data base, held by O-DEAT contains information on offender’s ethnicity, as well as geographical indicators which include probation areas and local offices. It is therefore possible to compare details of offenders from different ethnic groups both at national and local level.
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Creating a more representative workforce – Work towards this diversity objective has been supported by the roll-out of a positive action leadership programme – called Accelerate. This initiative is targeted at BME staff at middle management level i.e. Senior Probation Officer or Assistant Chief Officer grade. It is a two-year programme that has been funded for three cohorts. The first cohort of this programme commenced in September 2004 with 12 participants from the targeted groups. Some 25% of the participants from this cohort have already been successfully promoted to more senior roles. In September 2005 this programme will be extended to include staff with disabilities. Staff support – Three staff association networks have been established across NPS and are funded by NPD. The three staff associations, the Association of Black Probation Officers (ABPO), National Association of Asian Probation Staff (NAAPS) and Lesbians, Gay Men, Bisexual and Transgender Individuals in Probation and Family Courts (LAGIP), are an integral part of NPD’s informal framework for offering support to staff to help resolve issues of discrimination, harassment and bullying in the work place. Diversity within Area Probation Boards – NPD has worked proactively to increase the number of black and minority ethnic (BME) Board Members within NPS. Seven BME Local Probation Board Chairs were appointed previously where there had not been any and over 70 BME Board Members have been appointed where there was only a handful. NPD has worked collaboratively with BME Board Members to organise and host an annual networking forum in recognition that many of the BME Board Members are in some cases the only BME Member of the Board. This forum provides mutual benefits to both BME Board Members and NPD. Recognising achievements and sharing best practice in diversity – During 2005 NPD hosted its first Diversity Award Ceremony. This ceremony was established as a platform to display and celebrate front line diversity practice and innovation, as well as providing a forum to share best practice. Fifty-four nominations were received which provided an indication of the broad range of initiatives that have been implemented across the service, in line with the organisation’s priorities and objectives.

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Transforming policies and functions – All unit heads and key managers have undergone training on how to conduct an impact assessment. The full assessment of functions and policies relevant to the general duty forms part of the work which will be carried over into the revised RES for 2005–2008. During 2004–2005 greater emphasis has been placed on the collection of data to enable more analysis to be carried out on the quality of service delivery and the level of employment between different racial groups. NPD Diversity Strategy Board – This forum was set up to oversee progress of the NPD diversity programme. It is chaired by the Head of Regions and Performance Management. It consists of Board Chairs, Chief Officers, Chairs of the staff associations and senior managers within NPD and other key stakeholders. Its key objective is to facilitate the mainstreaming of race equality and diversity within NPD and NPS.

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We aim to build on our successes by creating an NPS that is trusted and valued by all communities by delivering equality outcomes to demonstrate tangible success.

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PART 2

4 Race Equality Scheme 2005–2008
As we move into the second phase of our RES the NPD reaffirms its commitment to promoting race equality in its work and good relations in both our dealing with colleagues within NPS, offenders and the wider community.

Developing the Scheme
In preparation for the development of the scheme we set up a cross-unit working group which supported the drafting of the RES on behalf of the Diversity Strategic Board and the Senior Management Team. This process consisted of the identification of programmes, functions and policies that were relevant to the duty. Consultation has taken place with some key stakeholders, management team and staff.

Implementation of the Scheme
Overall responsibility for this RES rests with the NPD Diversity Strategy Board and the Director of Probation. However, on a day-to-day basis, all staff will work closely together to ensure that the scheme is fully implemented.

Overview of Key Race Equality Priorities
The key race equality priorities the organisation will address throughout the period of this scheme are as follows:
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Lessons learnt from the BME pathfinder projects will be incorporated into mainstream practice. The NPD has responded positively to the HIMP follow up inspection report on race equality entitled – Towards Race Equality and will continue to implement the recommendations of this report. There has been a significant improvement in workforce representation to the extent that all regions have met the Home Secretary’s regional targets while some national targets for 2009 have been met and surpassed. Therefore our priority is to achieve a better representation of BME staff at senior management levels. Hence, NPD’s commitment to the positive action programme, Accelerate, will continue.

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The NPS cannot demonstrate that it is engaging with diversity effectively in relation to service delivery. NPS performance in monitoring staff and offender’s ethnicity using the 16+1 census 2001 category is generally unsatisfactory and in some areas over 30% of the data is missing. A high priority will be given in 2005–06 to rectify this situation so that meaningful comparison can be made about the quality of service delivery to BME groups. A target has been set of 95% monitoring for all offenders and staff. NPD will be incorporating ethnic monitoring into the weighted score card performance management system. The HMIP carried out an inspection of NPS work with racially motivated offenders in the effective supervision inspection programme and subsequently published a thematic inspection report. NPD will ensure that the recommendations are implemented across NPS and in particular the development of a national strategy on racially motivated offenders. The NPD will continue to deliver the Home Office diversity strategy. Also in the present NOMS environment with the emphasis on contestability, the NPD will seek to engage with BME groups to improve the quality of service delivery. The NPD will work towards implementing the recommendations from the report produced by Astar Management Consultants Limited into the review of NPD and NPS RES.

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Complaints
Any person who believes that he or she has a complaint against the NPD’s RES should write to: Director of Probation National Probation Service for England and Wales 1st Floor Horseferry House Dean Ryle Street London SW1P 2AW An initial response will be provided within five working days of receipt of the complaint. A full response will be provided within 20 working days of receipt of the complaint unless further investigation is required. If during the investigation it becomes apparent that an aspect of the RES has failed to comply with the requirements of the general duty then the policy will be changed to ensure future compliance. The number of complaints and their outcomes will be monitored and a summary included in the annual progress reports which will be referred to the Diversity Strategy Board for consideration and any action deemed necessary.

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5 Meeting the Specific Duties
The NPD Associate Scheme follows the broad outlines of the overarching Home Office scheme, but it informs the development of policies and the delivery of services within the NPD and the wider NPS. The scheme will be reviewed annually by the Head of Diversity, as part of the annual business planning processes, so as to ensure that it remains relevant and fit for purpose to deliver the changes sought by Ministers and NPD’s Diversity Strategy Board.

OBJECTIVE 1 – Making sure the NPD’s RES is put into practice
The Director of Probation has overall responsibility for the RES. The Head of Regions and Performance Management chairs the NPD Diversity Strategy Board which monitors performance and progress on race equality and diversity across NPD and Areas. The Head of Diversity has responsibility for day to day management of the RES.

OBJECTIVE 2 – Identifying relevant functions and policies
NPD is aware that further work is required on the prioritisation of functions and policies under this duty. A list of functions and policies that are relevant to the duty to promote race equality are set out in Appendix 1. This list has been compiled as the result of work carried out by a cross-unit working group and information obtained from a statutory three-year review template which was sent to all units. This template required the units to detail information on existing, new and proposed functions and policies. This list will be reviewed further to establish the priority for future work.

OBJECTIVE 3 – Assessing and consulting on the likely impact of proposed policies
Whilst NPD has impact assessed some of its policies, adherence to this specific duty has not been uniform. The NPD will ensure that a system exists in future for all policies to be impact assessed in accordance with the Act. We will continue to consult on all proposed relevant policies as they are developed. Whom we consult will depend on the policy in question. The consultation process will be reviewed to ensure that it is inclusive and compliant with the requirements of the Act.
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OBJECTIVE 4 – Monitoring policies for adverse impact
The NPD will continue to collect, monitor and analyse data on race and ethnicity across employment and service delivery functions. If on analysis it is discovered that a policy has had an adverse effect on a particular group, we will fully investigate that policy and introduce an alternative measure to address the problem. Race and ethnic monitoring has been given a high priority for 2005–06 and has been included in the weighted score-card performance management system. Further, a target has been set of 95% monitoring returns for all offenders and staff.

OBJECTIVE 5 – Publishing the results of assessment, consultation and monitoring
The NPD recognises that disseminating the results of its assessments, consultation and monitoring information promotes transparency and accountability within the organisation and helps to demonstrate our public commitment to eliminating racial discrimination and the promotion of diversity and good race relations. We will therefore continue to use a range of media to disseminate our reports on assessment, consultation and monitoring results. The performance reports will be supplemented in future by specific diversity information details on the quality of service delivery to different ethnic groups. The reports will be available in different accessible formats.

OBJECTIVE 6 – Making sure the public have access to NPD information and services
We are aware that members of the public may experience barriers to accessing information and services, particularly people for whom English is not a first language. We will continue to provide public access to information and our services through a variety of means, including publications, public meetings and conferences, out-reach work with community groups, use of interpretation and translation to improve access, plus different and accessible formats and the use of the NPD website.

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OBJECTIVE 7 – Training Staff
NPD employees are a mixture of civil servants, staff seconded from the probation areas and consultants. NPD will ensure that appropriate training is provided for all these staff. Most staff should have a good basic knowledge of the requisite piece of legislation. They should also have had the chance to acquire the additional specialist knowledge they need to ensure that race equality is mainstreamed into their work. Impact assessment training has taken place for unit heads and other senior managers within NPD. Impact assessment training within areas is the responsibility of local Boards.

OBJECTIVE 8 – Employment Duties – monitoring employment
Human Resource Operations at the Home Office currently monitors staff by ethnicity, gender and disability and has produced a comprehensive Annual Equalities Report – Non-Agency Home Office Diversity and Equalities Report 2003–04 which is available on the Home Office website. NPD recognises that it should produce regular monitoring reports for its own staff group and will be instigating this during 2005–2006. The NPD has lead responsibility for the recruitment of Board Chairs and Chief Officers of local probation boards and a monitoring system will be developed and implemented during 2005–2006.

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6 Race Equality Scheme Action Plan (2005–2008)
Section A – Specific Duties
Key to corporate documents reference
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NPS Business Plan 2005–06 P = priority number (BP P0) NPS Diversity Strategy – Heart of the Dance P = priority number (DS P0)

OBJECTIVE 1 – Making that NPD’s RES is put into practice Key Task Agree roles and responsibilities for implementing plan Review RES 2005–2008 annually Timescale May 2005 Responsible Officer Director of Probation/ Head of Diversity How will this be achieved? Re-launch of scheme to raise awareness. Implementation plan with timescale and measures produced. Supports BP P1 and DS P2 Quarterly reports to the Diversity Strategy Board. Annual reports on progress and revisions as appropriate. Supports BP P1 and DS P2 Key race equality priorities identified. Guidance issued on how to conduct review. RES for 2008–2011 drafted. Supports BP P1 and DS P2

May 2006 and annually thereafter May 2008

Head of Diversity/ Diversity Strategy Board

Revise RES for 2008–2011

Head of Diversity/ Diversity Strategy Board

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OBJECTIVE 2 – Identifying relevant functions and policies Key Task Prioritise current list of functions and policies by relevance to the General Duty Identify any additional and new functions and policies and prioritise by relevance to General Duty Review functions and policies annually Timescale September 2005 Responsible Officer Unit Heads/Head of Diversity How will this be achieved? Cross-unit working group to agree list and prioritisation – report to Diversity Strategy Board. Diversity Strategy Board to approve and agree resources. Supports DS P2 As above. Supports DS P2

May 2006

Unit Heads/Head of Diversity

May 2006 and thereafter

Unit Heads/Head of Diversity

Reviews conducted by cross-unit working group and results to be published on web site. Supports DS P2

OBJECTIVE 3 – Assessing and consulting on likely impact of proposed policies Key Task Review the corporate procedure for assessing and consulting on impact of existing and new policies Timescale December 2005 Responsible Officer Diversity Strategy Board/Senior Management Team/ Head of Diversity How will this be achieved? Equality impact assessment model reviewed and a consistent approach to consultation maintained. Supports DS P2

OBJECTIVE 4 – Monitoring the NPD’s policies for adverse impact Key Task Review all NPD’s monitoring systems Monitor policies and functions for adverse impact Timescale September 2005 and annually thereafter December 2005 and ongoing Responsible Officer Head of Regions and Performance Management/Head of HR Head of Regions and Performance Management/Head of HR How will this be achieved? Carry out a baseline audit of existing polices and functions in HR and service delivery. Supports DS P2 Analyse monitoring data for any differential adverse impact on BME groups. If analysis indicates disproportional representation, address as appropriate. Supports DS P2 If 95% returns of weighted score cards has not been achieved. Evidence of appropriate action taken. Supports DS P2

Assess % of ethnic monitoring returns received against 95% target set in employment and service delivery

November 2005 and ongoing

Head of Regions and Performance Management/Head of HR

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OBJECTIVE 5 – Publishing the results of assessment, consultation and monitoring Key Task Publish reports of the results of impact assessments, consultations and monitoring Timescale December 2005 and annually thereafter Responsible Officer Head of Communications How will this be achieved? Reports published on website or in relevant publications. Supports DS P2

OBJECTIVE 6 – Making sure that the public have access to the NPD information services Key Task Ensure that the NPD maintains an open and accessible culture that meets the need of all its users Timescale Within three months from date of publication Responsible Officer Head of Communications Consult staff and user groups How will this be achieved? Accessible communications policy in place and implemented. Print formats in different languages. Supports DS P2

OBJECTIVE 7 – Training Staff Key Task Continue the development of staff training/awareness package for RES Conduct cultural/ training audit at NPD/NPS Continue diversity training programme for NPD. Support NPS training programme as appropriate Continue to deliver and develop the – Accelerate programme Timescale January 2006 Responsible Officer Head of HR How will this be achieved? Liaison with Home Office. Action plan produced detailing activities.

January 2006

Head of HR/Head of Diversity Head of HR/Head of Diversity

Report with details of diversity training gap analysis. Supports DS P2 Roll out of diversity programme/ initiatives. Supports DS P2

May 2006

Ongoing

Head of Training

Continuation of programme. Supports DS P2

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OBJECTIVE 8 – Meeting the specific duties for employers – monitoring employment Key Task HR Operations to continue to monitor the employment of civil servant staff in line with the requirements of the Duty NPD to provide monitoring details in line with the Duty for contracted staff NPD to continue to monitor the recruitment/employment process for Board Chairs and Chief Officers in line with the employment Duty Timescale Ongoing Responsible Officer Head of HR How will this be achieved? HR to continue liaison with HR Operations. The analysis of ethnic monitoring data to be submitted to the Diversity Strategy Board, as required. Supports DS P1

September 2005 and ongoing

Head of HR

Report produced detailing analysis of ethnic monitoring data. Report to be submitted to Diversity Strategy Board as required Management information report produced with ethnicity data analysed – to be submitted to Diversity Strategy Board as required

September 2005 and on ongoing

Head of HR

OBJECTIVE 9 - Offender Management Key Task Development of a national model consisting of different tiers of risk for offenders Timescale May 2006 Responsible Officer Head of interventions How will this be achieved? Model developed, adopted and implemented in all probation areas

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Section B – Additional Race Equality Actions
OBJECTIVE 10 – Implementation of the recommendations from the Astar Consultancy review of the RES 20002–2005 Key Task 1. NPD to monitor the probation areas with regard to assessing and monitoring adverse impact in regard to service delivery 2. NPD to consider at either national level or regional level establishing a positive action programme as a bridgehead to SPO level 3. NPD to issue advice to areas on the reporting requirements of the specific employment duty 4. NPD to consider ways of disseminating best practice on community engagement in the Area 5. NPD to review how well areas are implementing public access to information regarding the results of assessment, consultation and monitoring 6. NPD to seek to review with the Association of Chief Police Officers establishing standardisation of reporting ethnic origin of victims across England and Wales Timescale December 2005 Responsible Officer Head of Diversity How will this be achieved? Routine collection of data. Issue guidance and monitoring template

November 2005

Head of Training

Development of a proposal which uses area based resources to be drafted for the consideration of the Diversity Strategy Board

December 2005

Head of Diversity/ Head Of HR

Briefing paper to be issued

January 2006

Head of Diversity

Work with the areas to produce a guidance paper for consistency

December 2005

Head of Diversity/ Area leads

Liaise with activity ongoing in areas

February 2006

Head of Public Protection Unit

Short term working group

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Appendix One

List of NPD’s Functions and Policies which are relevant to the Duty
Interventions
s s

Work with offenders with drugs and alcohol problems Development and implementation and review of the core curriculum of accredited offender behaviour programmes Unpaid work Skills for Life Employment of offenders Low risk interventions and their implications for NPS areas CJA2003 and the implications for interventions Drug and Alcohol Rehabilitation Requirement, including drug testing Prolific and Priority Offenders including the former ICCP project

s s s s s s s

Strategy for Women Offenders Prison/Probation Ombudsman (complaints procedures for offenders) Partnerships
s s

Service Delivery Strategy

Regions and Performance Management Unit
s s s s

Service performance measures Probation Service business plan Annual Report NPD Diversity Strategy Board

27

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National Probation Directorate Associate Race Equality Scheme

Communication
s s s

Communication Strategy Publications Briefings

Human Resources Recruitment and selection
s

Recruitment of Chiefs, Chairs of Boards, probation staff in line with the Home Secretary’s targets, secondments/transfers, consultants Flexible working arrangements Leave arrangements Retention – Boards, Staff Sickness absence Grievances Discipline Staff surveys

s s s s s s s

Training
s s s

Diploma in Probation Studies HR Management Trainee Probation Officer Scheme The Certificate in Community Justice

Diversity
s

NPD/NPS Diversity Strategy

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National Probation Directorate – Effective from 1 April 2005
Director’s Office
Director of the NPS Communications Team Directors’ Secretariat Team Corporate Resources Team

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Prospects

Criminal Justice Act team Interventions Unit

Regions and Performance Management Unit

Business Unit

Human Resources Unit

•Implement CJ Act • Community Reintegration •Quality management arrangements •Promotion of the diversity agenda •Management of corporate risk • Offending Behaviour Programmes • Intensive Interventions

•Support organisation in preparing for SLAs and contestability •Supporting the Accountable Officer through transition •IT ICF

•Training and Development •HR Policy and Practice •Union negotiation

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•Provision of information on performance and statistics in NPD

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Published by Home Office Communication Directorate May 2005. Ref: 268845